Last week I wrote about 3 Things That Will Kill Your Team. Today, I want to continue on that thought. If you’re looking for a way to stunt the growth of your organization or your department, here’s 4 ways you can kill your team to do so.

1.) Lack of Accountability – Great ideas, poor follow through. We can fool ourselves into thinking we are moving forward because we have creative talent on our squad. What creatives are notorious for are shouting out brilliant ideas… that never get done.

Solution: Evaluate. There are many organizations who say they give 90-day and yearly reviews that often get neglected. Create a culture of accountability. Punish appropriately when the ball is dropped. Reward appropriately when they achieve goals.

2.) BureaucracyPeople work, cause the boss said so. The worst thing that an employee can bring to an organization is work without purpose. When someone is working and they don’t know why, you are killing their passion and energy to work for you.

Solution: Lead. Don’t Enforce. If I work for you, help me to see the organization through your eyes. Help me to know WHY you like seeing things done a certain way. If I just do what you say, I can’t learn your ways. If I learn your ways, you won’t have to ask me to do anything.

3.) When Talent is Greater Than The Project. There is someone on your team who feels like they are on the bench. Sure, they may be overconfident and believe they could run the organization better than you, but that doesn’t mean they have to be benched completely. Although nothing should be “beneath” a talented person, they can’t help but think and feel that they’re talent is being undervalued and overlooked. I’ve seen many organizations lose some of their greatest talent to simply not being used.

Solution: Even if it’s once or twice or year, let them lead… something. Let them speak. Let them be in charge. Give them an opportunity to be you for a day. There will be areas of weakness, and that’s where you’ll get to show them why you’ve been entrusted with leadership over that area.

4.) Ambiguity – What’s your vision? Mission? Values?. It’s discouraging to come to work and not know why. I get to work with a lot of churches and 8 times out 10, their mission/vision statement usually includes a statement that goes like this, “… To make disciples of all the nations.” Well, that’s very Biblical and cute, but it’s also very vague.

Solution: Declare your target market. Put up a map in the office of the area you’re trying to reach. Put up a picture of the family you’re trying to target. What does the person look like that we want to reach, and what do we want them to look like after we’ve reached them?  That mission statement should inspire everyone who works with and for you. Every person who shows up to work  for you should know why they’re there, and what they bring to your organization.